Discrimination & Harassment Claims
Avoiding discrimination and harassment claims requires three equally important actions. First, the employer must institute proper policies and procedures. Second, they must give proper training on these policies and procedures. Third, the employer should assess whether the policies and procedures are consistently followed. Our experienced employment attorneys assist employers in meeting all three of these claim-preventative objectives.
We also ensure clients are in the best position possible to defend potential claims that could arise from honest miscommunication or mistakes, as opposed to poor practices. When actual conflict has occurred or potential conflict could occur, our attorneys provide real-time practical advice to guide an employer on how to approach employee issues with the goal of resolving them through appropriate investigation of the complaint and interaction with employees.
Sometimes, despite an employer’s best efforts, employees resort to filing a complaint with an administrative agency or a court. Regardless of the forum, we draw on our depth of courtroom experience to present the facts and law supporting our client’s conduct and the business reasons for its actions.
March 30, 2022
By Lionel M. Schooler | In Woods v. Cantrell, the Fifth Circuit recently approved a rare “single event” claim of hostile work environment situation which portends potential hazards for employers.
February 10, 2021
President Biden’s actions demonstrate a mission to eliminate discrimination and willingness to take executive action where he believes Congress has not done so or will not do so. Employers should keep this in mind as they review, update, or revamp their diversity, equity, and inclusion policies and trainings to ensure compliance.
July 2, 2019
Presented by the Houston Bar Association (HBA) Labor & Employment Law Section, the panel features Lionel M. Schooler, Sidd Rao, and Katherine Mize discussing key employment issues relating to age discrimination and arbitration of employment disputes.
June 7, 2019
Supreme Court Holds Title VII’s Charge-Filing Requirement Is a Mandatory Claim-Processing Rule Subject to Forfeiture
Title VII of the Civil Rights Act of 1964 provides a claim for discrimination in employment on the basis of race, color, national origin, sex, religion, and retaliation, but it requires that a plaintiff file a charge of discrimination with the Equal Employment Opportunity Commission and obtain permission from the EEOC before filing a lawsuit.
October 24, 2018
The October 2018 edition features Preview of Employment Cases Pending Before the Supreme Court and the 2018 Labor & Employment Law Symposium.
March 1, 2018
The Young Lawyer Editorial Board of The American Lawyer has published its inaugural editorial on sexual harassment in the legal industry.
- Counseling, dispute resolution, and litigation assistance in all forms of discrimination claims including age, disability, gender, race, sex discrimination, and sexual harassment claims
- Defense of Title VII, ADEA, ADA, Equal Pay Act claims, as well as other federal, state, and local discrimination statute claims
- Develop tailored strategies to minimize the risk of discrimination claims
- Design workplace anti-discrimination and anti-harassment policies and procedures
- Assist in coordinating internal investigations of harassment and discrimination claims
- Workplace training
- Risk analysis of ongoing employment issues